Policy 1419 – Overload Policies

Revision Date: 5/5/2010

Responsible Office: Provost

The University will recognize overload compensation for research, teaching, and other
projects only as those activities are in addition to the faculty or staff member’s
assigned load and responsibilities. As feasible, requests for overload compensation
are to be submitted through appropriate Departments and approved by the President
prior to the period in which compensation is to begin.

Research and Sponsored Projects

  1. Louisiana Tech encourages its faculty and staff to undertake research and other projects
    sponsored by both the University and external agencies as a means of enriching their
    scholarly compe­tence and offering modern instructional programs to both graduate
    and undergraduate students. These projects are further encouraged as a means of providing
    valuable public services.

  2. The summer sessions are often a convenient period for nine-month employees to pursue
    sponsored projects on a full-time basis or to split effort between teaching and sponsored

  3. It is a general policy of Louisiana Tech that sponsored projects be undertaken on
    a released-time basis. When an employee undertakes sponsored projects on a released-time
    basis, the grant shall be charged for that portion of his/her time devoted to the
    project provided that it is compatible with the terms of the grant. The rate of compensation
    shall be the same as that paid by Louisiana Tech.

  4. In those instances where it is not possible for an employee to be released from his/her
    regular University duties to undertake sponsored projects, payments for overload employment
    may be permitted up to 20% (gross) of annual or 12-month salary rate (9-month salary
    plus 1/3 for the summer quarter for persons on a 9-month appointment). The 20% allowable
    overload will be placed on the fiscal year beginning July 1 and ending June 30. It
    is under­stood that overload employment will be undertaken only when the additional
    duties will not interfere with regular University duties and are clearly allowed by
    the sponsoring agency. The rate of pay for the overload compensation shall not exceed
    the equivalent of one-and one-half times the regular hourly rate paid by Louisiana
    Tech. Computation of hourly rate will be based on 2,080 hours per year for 12-month
    employees and 1,560 hours per year for 9-month employees.

  5. The 20% allowed for overload employment (discussed in Item 4) also applies to credit
    extension courses taught on an overload basis, credit courses taught in the Barksdale
    Program on an overload basis, non-credit continuing education courses taught on an
    overload basis, and other programs which might involve overload compensation and which
    are processed through the University payroll. The 20% limitation applies to the total
    of not to each one separately.

  6. Under the following conditions, overload compensation may be allowed to a maximum
    of 30% of the annual salary:

    1. Overload compensation in excess of 20% of annualized salary must be earned and paid
      through sponsored research (grant/external funds); and

    2. To qualify for compensation above 20%, the proposed research must

      1. produce student credit hours;

      2. provide substantial indirect costs (minimum of 15% of salary and wages or 10% of total

      3. provide funding for graduate assistantships or instructional equipment or supplies;

      4. receive the support of the academic Unit Head and Dean.

  7. The policies of a sponsoring agency shall govern overload compen­sation when they
    are more restrictive than the above institutional policies.


  1. Assignments for teaching credit courses on an overload basis (i.e., beyond an appointed
    load and for extra compensation) will be recommended by the appropriate Unit Head
    or Director and submitted for approval prior to beginning of the teaching assignment.

  2. The compensation rate for credit teaching assignments on an overload basis has been
    set at 6% of the 9-month salary rate of the respective faculty member for each 3-hour
    credit class with the rate prorated for varying credit hours. Maximum overload compensation
    per credit hour is $1,500 or $4,500 for a three-hour course.

  3. Faculty are compensated for teaching online courses (when the course is not part of
    the regularly assigned teaching load) at the rate of $45.00 per SCH for each student
    enrolled in the overload class. The maximum payment will be equal to the University’s
    established overload rate, which is 6% of that faculty member’s 9-month salary for
    a three-hour course, capped at a maximum $4,500. Overload compensation for development
    of an online course is $1,700.

  4. The 20% allowed for overload employment (discussed in Item 3 above) also applies to
    credit courses taught on an overload basis. The 20% limitation applies to the total
    of all overload compensation situations and not to each one separately. Maximum overload
    compensation for each three-hour credit course has been set at $4,500.

  5. Faculty members (full-time or part-time) on a 9-month appointment who teach credit
    courses at Barksdale AFB or credit extension courses as part of their regular appointed
    load are paid a Displacement Allowance to cover the transportation costs and other
    costs associated with travel; the Displacement Allowance is calculated as follows:
    Displacement Allowance is equal to Displacement Unit X Round-trip Mileage X Number
    of Trips. The Displacement Unit is the sum of the current state mileage allowance
    and the current average all-ranks faculty salary per minute. The Current Displacement
    Unit may be obtained from the Business Manager. Map mileage from one town to another
    will be used in computing mileage and no Displacement Allowance will be paid for travel
    within Ruston city limits. Mileage for displacement purposes will normally be computed
    from a faculty member’s town of residence (in most cases from Ruston). The Displacement
    Allowance paid for these types of programs is not considered as “overload” and does
    not count in the computation of the 20% maximum overload limitation.

  6. Persons (full-time or part-time) are not paid a Displacement Allowance if the off-campus
    instruction is beyond the appointed load. Persons whose loads are knows to vary from
    term-to-term should be appointed term-by-term.

  7. A faculty member’s “load” is defined as part of a specific appointment. Employment
    off-campus for pay beyond a given appointment and load is considered as an overload.
    As an example, payment for additional work for a person who holds a 1/4 time appointment
    would be considered as an overload payment. Part-time faculty members may be employed
    beyond their appointed salary and be remunerated up to the equivalency of full-time

  8. Regular 9-month faculty members who are not employed full-time on the main campus
    during the summer are considered part-time and do not receive a displacement allowance
    for off-campus instruction. This is to say that they are appointed for the summer
    to teach a designated load on campus for X dollars. If they exceed X dollars through
    off-campus teaching, it is considered an overload, and they are not eligible for a
    Displacement Allowance.

Administrative Projects

Overload compensation for non-teaching administrators is not encouraged, and staff
will be considered only when submitted by the budget unit head, supported with justification
of added duties which are not job related, and of the magnitude and duration which
would require compensation. Documentation of additional hours necessary will be required.


  1. An Appointment Request Form must be used when an employee is undertaking employment
    on a released-time basis and a part of his/her regular salary is being charged to
    the grant. The form should indicate that portion of the individual’s salary charged
    to the grant or contract as well as the time period involved. The form should be initiated
    by the employee’s appropriate Department or Division Head.

  2. An Overload Salary Authorization Form (either the Research Time, Effort, and Compensation
    Overload Authorization Form or the Teaching/Non-Research Overload Authorization Form)
    must be initiated by a Project director or appropriate administrator in order to authorize
    the payment of overload compensation for Louisiana Tech employees. The Department
    of Human Resources will not honor any other form for any type of overload salary payment.
    The form should be signed by the proper officials and not by someone signing for them.
    When the sponsor of a project is a public agency, a letter or copy of a policy statement
    from that agency, which specifically authorizes overload compensation must accompany
    the Overload Salary Authorization Form.

  3. Monthly time sheets (including time and effort forms and work load forms, as appropriate)
    must be submitted for Research Time, Effort, and Compensation Overload Authorization
    Forms. Teaching/Non-Research Overload Authorization Forms require no action other
    than approval for a fixed monthly payment or a one-time payment.

  4. Classified (Civil Service) employees are not permitted to receive any additional compensation
    except as a result of overtime employment in which instances some classes of employees
    may be paid time and a half. Civil Service regulations should be consulted in advance
    on the limitations and/or exclusions governing overtime payments. In any case, Civil
    Service rules for classified employees take precedence over Louisiana Tech policies.